Common use of DRIVING ELIGIBILITY Clause in Contracts

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's license, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- driving position if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have non-valid driver’s licenses and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.

DRIVING ELIGIBILITY. I. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s licenseDrivers License. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess posses a valid California driver’s drivers license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s drivers license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-non- driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether or not it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have non-valid driver’s drivers licenses and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above. II. The following shall also apply: A. All Fire Department personnel shall possess, at a minimum, at all times a valid and current Class C driver’s license. B. Firefighters may on occasion be required to operate fire apparatus in the course of their duties. In such circumstances, firefighters shall be required to possess the appropriate/minimum license required by DMV while they operate such fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. C. Fire engineers are required to operate fire apparatus in the course of their duties. As such, fire engineers shall be required to have and maintain at all times a current/valid and appropriate/minimum license required by DMV for the operation of fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. D. IAFF members shall successfully complete all the required DMV/Vehicle Code steps, including testing and physicals, to obtain the appropriate DMV license for the operation of fire apparatus. The City shall pay for the costs of the aforementioned physicals. Employees with current Firefighter Restricted Class B driver’s licenses are not required to downgrade to a Class C driver’s license with a firefighter endorsement. However, they may do so voluntarily, but in such circumstances they shall bear the costs of such a voluntary, pre-expiration change, including the cost of required DMV physicals. E. To operate fire apparatus, IAFF members shall also be required to successfully complete all the Department required training. The Fire Department shall provide the aforementioned training. F. After successful completion of the required DMV steps to obtain the appropriate license and required DMV and/or Department training, the Department shall immediately and without delay complete an endorsement if required by the DMV to cause the appropriate DMV license for operation of fire apparatus to be issued by DMV. G. Fire Department personnel shall report any license suspension or any action which impacts the validity of their driver’s license to their supervisor within 24 hours of such suspension or action or prior to their next work shift, whichever is sooner. H. If an IAFF member suffers a license suspension, revocation, or restriction, the Fire Department will place said member in a non-driving position for the first 30 days of the suspension, revocation, or restriction. The 30 day time period may be extended an additional 30 days, if the employee is continuing to address the license suspension, revocation, or restriction at the related underlying venues, including but not limited to, criminal proceeding, civil proceeding, or administrative proceeding. Thereafter, the provisions of Article 4.03, Section I, will apply. I. Paragraph H will not preclude the City from imposing discipline for suspensions, revocations, or restrictions of more than 30 days, or 60 days if extended, after compliance with Article 4.03

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's license, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- driving position if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have non-valid driver’s licenses and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.

DRIVING ELIGIBILITY. ‌‌ Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in . In no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees an employee must request a leave of absence without pay for six-six months or until such time as their his or her license is once again valid, whichever is shorter. Time in The total time an employee is provided a non-driving assignments and leaves position and/or leave of absences absence shall be combined when calculating the not exceed six month (6) months in any three-year time period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have a non-valid driver’s licenses license and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.

DRIVING ELIGIBILITY. I. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s licenseDrivers License. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess posses a valid California driver’s drivers license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s drivers license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-non- driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether or not it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have non-valid driver’s drivers licenses and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above. II. The following shall also apply: A. All Fire Department personnel shall possess, at a minimum, at all times a valid and current Class C driver’s license. B. Firefighters may on occasion be required to operate fire apparatus in the course of their duties. In such circumstances, firefighters shall be required to possess the appropriate/minimum license required by DMV while they operate such fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. C. Fire engineers are required to operate fire apparatus in the course of their duties. As such, fire engineers shall be required to have and maintain at all times a current/valid and appropriate/minimum license required by DMV for the operation of fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. D. IAFF members shall successfully complete all the required DMV/Vehicle Code steps, including testing and physicals, to obtain the appropriate DMV license for the operation of fire apparatus. The City shall pay for the costs of the aforementioned physicals. Employees with current Firefighter Restricted Class B driver’s licenses are not required to downgrade to a Class C driver’s license with a firefighter endorsement. However, they may do so voluntarily, but in such circumstances they shall bear the costs of such a voluntary, pre-expiration change, including the cost of required DMV physicals. E. To operate fire apparatus, IAFF members shall also be required to successfully complete all the Department required training. The Fire Department shall provide the aforementioned training. F. After successful completion of the required DMV steps to obtain the appropriate license and required DMV and/or Department training, the Department shall immediately and without delay complete an endorsement if required by the DMV to cause the appropriate DMV license for operation of fire apparatus to be issued by DMV. G. Fire Department personnel shall report any license suspension or any action which impacts the validity of their driver’s license to their supervisor within 24 hours of such suspension or action or prior to their next work shift, whichever is sooner. H If an IAFF member suffers a license suspension, revocation, or restriction, the Fire Department will place said member in a non-driving position for the first 30 days of the suspension, revocation, or restriction. The 30 day time period may be extended an additional 30 days, if the employee is continuing to address the license suspension, revocation, or restriction at the related underlying venues, including but not limited to, criminal proceeding, civil proceeding, or administrative proceeding. Thereafter, the provisions of Article 4.03, Section I, will apply. I. Paragraph H will not preclude the City from imposing discipline for suspensions, revocations, or restrictions of more than 30 days, or 60 days if extended, after compliance with Article 4.03

DRIVING ELIGIBILITY. I. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s licenseDrivers License. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s drivers license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s drivers license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-non- driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether or not it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have non-valid driver’s drivers licenses and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above. II. The following shall also apply: A. All Fire Department personnel shall possess, at a minimum, at all times a valid and current Class C driver’s license. B. Firefighters may on occasion be required to operate fire apparatus in the course of their duties. In such circumstances, firefighters shall be required to possess the appropriate/minimum license required by DMV while they operate such fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. C. Fire engineers are required to operate fire apparatus in the course of their duties. As such, fire engineers shall be required to have and maintain at all times a current/valid and appropriate/minimum license required by DMV for the operation of fire apparatus, which currently is a Class C driver’s license with a firefighter endorsement. D. IAFF members shall successfully complete all the required DMV/Vehicle Code steps, including testing and physicals, to obtain the appropriate DMV license for the operation of fire apparatus. The City shall pay for the costs of the aforementioned physicals. Employees with current Firefighter Restricted Class B driver’s licenses are not required to downgrade to a Class C driver’s license with a firefighter endorsement. However, they may do so voluntarily, but in such circumstances they shall bear the costs of such a voluntary, pre-expiration change, including the cost of required DMV physicals. E. To operate fire apparatus, IAFF members shall also be required to successfully complete all the Department required training. The Fire Department shall provide the aforementioned training. F. After successful completion of the required DMV steps to obtain the appropriate license and required DMV and/or Department training, the Department shall immediately and without delay complete an endorsement if required by the DMV to cause the appropriate DMV license for operation of fire apparatus to be issued by DMV. G. Fire Department personnel shall report any license suspension or any action which impacts the validity of their driver’s license to their supervisor within 24 hours of such suspension or action or prior to their next work shift, whichever is sooner. H. If an IAFF member suffers a license suspension, revocation, or restriction, the Fire Department will place said member in a non-driving position for the first 30 days of the suspension, revocation, or restriction. The 30 day time period may be extended an additional 30 days, if the employee is continuing to address the license suspension, revocation, or restriction at the related underlying venues, including but not limited to, criminal proceeding, civil proceeding, or administrative proceeding. Thereafter, the provisions of Article 4.03, Section I, will apply. I. Paragraph H will not preclude the City from imposing discipline for suspensions, revocations, or restrictions of more than 30 days, or 60 days if extended, after compliance with Article 4.03

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s drivers license. In order to ascertain the validity of the employee's license, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles at any time to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have a non-valid driver’s licenses license and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business he or she shall have a valid California driver’s license. In order to ascertain the validity of the employee's licenselicenses, employees must present their driver’s license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles to determine if an employee’s the license is valid. If an employee's driver’s license is revoked, suspended or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in . In no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees an employee must request a leave of absence without pay for six-six months or until such time as their his or her license is once again valid, whichever is shorter. Time in The total time an employee is provided a non-driving assignments and leaves position and/or leave of absences absence shall be combined when calculating the not exceed six month (6) months in any three-year time period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have a non-valid driver’s licenses license and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.

DRIVING ELIGIBILITY. Whenever an employee drives a vehicle for City business business, he or she shall have a valid California driver’s drivers license. In order to ascertain the validity of the employee's license, employees must present their driver’s drivers license to their supervisor upon request. The City reserves the right to check at any time with the Department of Motor Vehicles at any time to determine if an employee’s the license is valid. If an employee's driver’s drivers license is revoked, suspended suspended, or otherwise made invalid, the employee must inform his or her supervisor. Failure to notify the supervisor may result in immediate disciplinary action. An employee who does not possess a valid California driver’s license will be considered for a non- non-driving position position, if one is available in the employee's classification. The non-driving assignment will continue for a maximum of six-six months if there is a reasonable expectation the employee will have a valid California driver’s license at the expiration of that time. Extensions to the six-month limit will be considered on a case-by-case basis, however, in no case shall an employee receive more than one non-driving assignment in any three-year period. When no non-driving assignment is available, employees must request a leave of absence without pay for six-six months or until such time as their license is once again valid, whichever is shorter. Time in non-driving assignments and leaves of absences shall be combined when calculating the six month period. In order to assure that non-driving assignments are provided on a fair and equitable basis, the following procedures shall be observed: A. Each department will determine whether it has any non-driving assignments that can be filled by employees who would otherwise have driving assignments. B. Non-driving assignments will be given on a first come, first served basis. For example, if two employees in a department have a non-valid driver’s licenses license and there is only one non-driving assignment, the first employee who comes forward will be given the non-driving assignment. The other employee may apply for a leave of absence as described above.